Why You’re Unhappy At Work And 9 Things That Might Need Fixing

In an email, Sandra Moran, the chief customer experience officer at WorkForce Software, now part of ADP, told me that as 2024 wrapped up, there were positive signs of workplace stability. From her perspective, the December jobs report suggests a resilient labor market as we closed out the year. “Weekly jobless claims filed before the holidays pointed to fewer layoffs during this period, suggesting a healthy labor market,” she points out. “Consumer spending reached new heights as shoppers returned to in-person retail experiences.” Despite these and other positive work trends, some experts are asking why you’re unhappy at work.

Why You’re Unhappy At Work

So why are members of the workforce so unhappy? If you’re feeling unhappy at work, you’re not alone, according to organizational psychologists Katina Sawyer and Patricia Grabarek. More than half of Americans suffered from burnout in 2024 alone–that’s a considerable increase from the previous year.

So, why are we so unhappy and what can we do about it? ask Sawyer and Grabarek. The founders of WorkrBeeing have spent decades researching employee engagement, wellness and satisfaction. In their forthcoming book, Leading for Wellness: How to Create a Team Culture Where Everyone Thrives, the duo identifies five factors that contribute to unhappiness at work.

1. Lack of Meaningful Work. Employees often feel disconnected when their tasks lack purpose or alignment with personal values, leading to disengagement and dissatisfaction.
2. Poor Leadership. A lack of supportive, empathetic, and clear leadership can result in frustration and stress, as employees may feel unsupported in their roles.
3. Toxic Work Environment. A culture of negativity, such as poor communication, unhealthy competition, or lack of inclusivity, can create an emotionally draining atmosphere, reducing morale.
4. Limited Career Growth. When opportunities for advancement, skill development, or career progression are limited, employees may feel stuck, unvalued, or underappreciated.
5. Work-life Imbalance. Excessive demands or expectations that encroach upon personal time can lead to burnout and dissatisfaction, as employees struggle to maintain a healthy work-life balance.

How Leaders Can Fix Why You’re Unhappy At Work

According to Sawyer and Grabarek, leaders play a crucial role in addressing workplace unhappiness and fostering a thriving, supportive environment. Their research has uncovered practical strategies leaders can implement to improve employee well-being and engagement.

1. Create Psychological Safety. The psychologists state that employees should feel safe to express their ideas, concerns and feedback without fear of ridicule or punishment. Here’s the fix: Encourage open communication and active listening. Normalize mistakes as opportunities for learning and growth. Acknowledge employees’ contributions and opinions to build trust and inclusion.
2. Foster A Sense of Purpose. The authors propose that leaders can help employees understand how their roles contribute to the organization’s mission and goals. Here’s the fix: Clearly communicate the organization’s vision and how individual tasks align with broader objectives. Celebrate milestones and achievements, showing the tangible impact of employees’ efforts. Engage employees in goal-setting to ensure their personal values align with organizational goals.
3. Promote Work-Life Balance. Sawyer and Grabarek suggest that leaders avoid overburdening employees and ensure that they have time to recharge outside of work. Here’s the fix: Set realistic workload expectations and deadlines. Offer flexible working arrangements, such as remote work or flexible hours. Encourage employees to take time off and lead by example by respecting work boundaries.
4. Recognize And Reward Contributions. “Employees are more engaged and motivated when their efforts are appreciated and rewarded,” the psychologists explain. Here’s the fix: Implement recognition programs that celebrate individual and team accomplishments. Provide specific, timely, and genuine praise to employees for their hard work. Align rewards with employees’ preferences (e.g., verbal recognition, bonuses and additional time off).
5. Prioritize Employee Development. The writing team suggests that leaders offer opportunities for growth to prevent employees from feeling stagnant in their roles. Here’s the fix: Provide training programs, mentorship, and career development resources. Encourage employees to set personal and professional growth goals. Support lateral moves or role expansions that align with employees’ interests and strengths.
6. Cultivate Positive Workplace Relationships. The twosome note that srong relationships between employees and leaders contribute to a sense of belonging and trust. Here’s the fix: Host team-building activities and encourage collaboration. Check in regularly with employees to understand their needs and challenges. Address conflicts proactively and fairly to maintain a harmonious work environment.
7. Model Well-Being As A Leader. The authors believe leaders should demonstrate behaviors that promote wellness, setting a strong example for employees. Here’s the fix: Manage your own stress effectively and share your strategies with your team. Take breaks, set boundaries, and prioritize self-care to signal its importance. Show vulnerability by acknowledging challenges and seeking support when needed.
8. Encourage Inclusive Leadership. “An inclusive workplace ensures that all employees feel valued and respected, reducing feelings of alienation,” they contend. Here’s the fix: Promote diversity and ensure equal opportunities for all employees. Actively listen to underrepresented voices and implement their feedback. Be mindful of unconscious biases and take steps to address them.
9. Measure And Respond To Well-Being Metrics. They urge leaders to regularly assess employee satisfaction and use data to inform wellness initiatives. Here’s the fix: Conduct anonymous surveys to gather honest feedback. Use pulse checks or one-on-one meetings to understand employee sentiment. Adjust policies and practices based on feedback to demonstrate responsiveness.

A Final Wrap On Why You’re Unhappy At Work

As you can see, there are numerous steps business leaders can take to ensure that their employees are happy. But it can’t all be left up to your employer. In the work world where happiness is in short supply, studies show that your happiness is more in your control than you think. People who search for happiness outside themselves rarely find it.

There are things you can do to discover why you’re unhappy at work and what you can do about it. Long-term happiness is partly an inside job that takes practice. Like going to the gym and building muscles, inward-focused habits such as practicing gratitude and meditation build enduring happiness muscles. Research shows that gratitude can raise your happiness level by 25%. People who practice gratitude are more optimistic about the future, feel better about their lives and spend more hours exercising than those who don’t practice gratitude. These inner practices can give you insights on why you’re unhappy at work.